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100% Accurate Answers! Nov-2024 C_THR84_2405 Actual Real Exam Questions [Q51-Q75]

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100% Accurate Answers! Nov-2024 C_THR84_2405 Actual Real Exam Questions

Best Value Available! 2024 Realistic Verified Free C_THR84_2405 Exam Questions

NEW QUESTION # 51
What are the options for enabling the "Hear more about career opportunities" flag (also called "Consent to Marketing") so that a candidate receives email campaigns?Note: There are 3 correct answers to this question.

  • A. The candidate updates the setting for "Hear more about career opportunities" from their candidate profile.
  • B. The candidate selects "Hear more about career opportunities" when creating an account.
  • C. A recruiter updates the setting for "Hear more about career opportunities" from the candidate's profile.
  • D. A back-end script is run to update all candidates' settings for "Hear more about career opportunities".
  • E. An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled.

Answer: A,B,E

Explanation:
The "Hear more about career opportunities" flag (also called "Consent to Marketing") is a setting that allows candidates to opt-in or opt-out of receiving email campaigns from the customer. Email campaigns are a way of engaging with candidates and informing them about relevant job opportunities, events, or news. The options for enabling the "Hear more about career opportunities" flag are:
The candidate updates the setting for "Hear more about career opportunities" from their candidate profile. This option allows candidates to change their preference at any time from their profile page on the Career Site Builder (CSB) site. They can also view and manage their email subscriptions from the same page.
The candidate selects "Hear more about career opportunities" when creating an account. This option allows candidates to opt-in to receive email campaigns when they register for an account on the CSB site. They can also choose which types of email campaigns they want to receive, such as job alerts, newsletters, or events.
An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled. This option allows customers to send a one-time email campaign to candidates who have not opted-in or opted-out of receiving email campaigns. The email campaign contains a link that allows candidates to opt-in to receive future email campaigns. This option is useful for customers who have migrated their candidate data from another system and want to obtain consent from existing candidates.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email Campaigns SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%


NEW QUESTION # 52
What should you consider regarding mapping candidate statuses for Advanced Analytics?Note: There are 2 correct answers to this question.

  • A. After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session.
  • B. With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail.
  • C. Status mappings can only be completed when there is candidate data associated with each status on the Talent Pipeline.
  • D. Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does NOT need to be mapped.

Answer: A,B

Explanation:
According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:
Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired. If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.
After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser. If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.
With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions. In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.
Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data. You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.


NEW QUESTION # 53
What must you consider when using custom fonts in Career Site Builder (CSB)?

  • A. Remember that only one custom font can be uploaded in CSB.
  • B. Ensure that the font is uploaded in a ZIP file.
  • C. Ensure that the customer owns the font license.
  • D. Once a custom font is uploaded, the fonts of existing components are replaced.

Answer: C

Explanation:
When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.


NEW QUESTION # 54
Career Site Design and Accessibility
What are some of the search engine optimization (SEO) leading practices achieved by creating a career site with Career Site Builder (CSB)?Note: There are 3 correct answers to this question.

  • A. CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings.
  • B. The jobs posted to CSB sites are accessible to website crawlers.
  • C. CSB automatically populates hidden text on every page with the keywords provided in the metadata.
  • D. A new site map is created and delivered to Google and Bing weekly.
  • E. CSB uses metadata to help ensure that jobs and pages are search engine-friendly.

Answer: A,D,E

Explanation:
Some of the search engine optimization (SEO) leading practices achieved by creating a career site with Career Site Builder (CSB) are:
A new site map is created and delivered to Google and Bing weekly. This will help the search engines index the career site and its pages and jobs more efficiently and accurately1.
CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings. This will help the career site rank higher for relevant keywords and attract more candidates2.
CSB uses metadata to help ensure that jobs and pages are search engine-friendly. This will help the career site provide relevant and descriptive information to the search engines and the candidates3.
The other options are not valid SEO leading practices achieved by CSB:
The jobs posted to CSB sites are accessible to website crawlers. This is not a leading practice, but a basic requirement for any career site to be visible to search engines. CSB does not provide any special feature or advantage for this4.
CSB automatically populates hidden text on every page with the keywords provided in the metadata. This is not a leading practice, but a black hat SEO technique that can harm the career site's ranking and reputation. CSB does not support or recommend this5.


NEW QUESTION # 55
Where can you create links to hard-to-fill jobs on the Home page?Note: There are 2 correct answers to this question.

  • A. Within the content dropdown menu in the header
  • B. Within the Featured Jobs component
  • C. Within the category dropdown menu in the header
  • D. Within the Top Job Searches link in the footer

Answer: B,D

Explanation:
You can create links to hard-to-fill jobs on the Home page by using the following methods:
Within the Featured Jobs component: This component allows you to display a list of jobs that you want to highlight on the Home page. You can select the jobs manually or use rules to filter them based on criteria such as location, function, or industry1. This way, you can showcase the hard-to-fill jobs to the candidates and encourage them to apply.
Within the Top Job Searches link in the footer: This link allows you to display a list of popular or trending job searches on the Home page. You can configure the link to show the top job searches based on the number of clicks, views, or applications2. This way, you can attract the candidates to the hard-to-fill jobs that are in high demand.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 13 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 14 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Career Site Builder Pages and Components <= 10%


NEW QUESTION # 56
You have created a data capture form. What are some options when adding the form to a Landing page?Note: There are 3 correct answers to this question.

  • A. You can modify the messages displayed after the candidate submits the form.
  • B. You can configure a specific job alert associated with candidates who submit the form.
  • C. You can configure the options when a candidate already has a candidate profile.
  • D. You can add or remove fields on the data capture form.
  • E. You can customize the instructions to complete the form.

Answer: A,B,E

Explanation:
You can create a data capture form to collect information from candidates who visit your career site. You can use the form to build your talent pool, segment your candidates, and send them personalized communications. When you add the form to a Landing page, you have some options to customize the form and its behavior. Some of these options are:
You can configure a specific job alert associated with candidates who submit the form. This allows you to send relevant job notifications to the candidates based on their preferences and qualifications1.
You can customize the instructions to complete the form. This allows you to provide clear and concise guidance to the candidates on how to fill out the form and what information is required2.
You can modify the messages displayed after the candidate submits the form. This allows you to thank the candidates for their interest, confirm their submission, and provide any additional information or next steps3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 11 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 12 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%


NEW QUESTION # 57
Move to Production
What are some leading practices regarding SSL certificates for Career Site Builder (CSB) sites? Note: There are 3 correct answers to this question.

  • A. It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site.
  • B. Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
  • C. The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
  • D. Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used.
  • E. SSL certificates must be installed for both the stage and production CSB environments.

Answer: A,D,E

Explanation:
Some leading practices regarding SSL certificates for Career Site Builder (CSB) sites are:
It is critical to prevent the SSL certificate from expiring so that candidates are not blocked from accessing the CSB site. An expired SSL certificate will cause security warnings and errors for the candidates and may damage the reputation and trust of the company1.
Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used. A wildcard certificate is a certificate that covers multiple subdomains under the same domain name, such as *.example.com. This will save time and cost for the customer and simplify the certificate management process2.
SSL certificates must be installed for both the stage and production CSB environments. This will ensure that the CSB site is secure and functional in both environments and allow for testing and validation before moving to production3.
The other options are not valid leading practices regarding SSL certificates for CSB sites:
Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support. This is not true, as the SSL certificate renewal process requires coordination and communication between the customer, the certificate authority, and the Product Support team. The customer or consultant can initiate the renewal request in CSB, but they still need to provide the certificate files and information to Product Support for installation.
The implementation consultant begins the SSL certificate process as soon as the site is moved to production. This is not a leading practice, as the SSL certificate process should be started as early as possible in the project timeline, preferably during the design phase. This will allow enough time for the certificate procurement, installation, and testing, and avoid any delays or issues in the go-live phase.


NEW QUESTION # 58
Which of the following are included in a standard Recruiting statement of work?Note: There are 3 correct answers to this question.

  • A. Configure 20 Category or Content pages.
  • B. Configure one job layout.
  • C. Enable Mobile Apply.
  • D. Enable LinkedIn integration.
  • E. Configure one standard XML feed.

Answer: B,C,E

Explanation:
A standard Recruiting statement of work (SOW) is a document that defines the scope, deliverables, and timeline of a Recruiting implementation project. It also specifies the roles and responsibilities of the project team, the assumptions and dependencies, and the acceptance criteria. According to the Recruiting Implementation Handbook, a standard Recruiting SOW includes the following tasks:
Enable Mobile Apply: This task involves enabling the Mobile Apply feature, which allows candidates to apply for jobs using their mobile devices. The Mobile Apply feature supports various application methods, such as uploading a resume, using a LinkedIn profile, or filling out an application form.
Configure one job layout: This task involves configuring the appearance and content of the job posting page, which displays the details of a job requisition. The job layout can be customized using Career Site Builder, which provides various components and widgets to enhance the job posting page.
Configure one standard XML feed: This task involves configuring the XML feed, which is a file that contains the data of the job requisitions. The XML feed can be used to post jobs to external job boards, such as Indeed or Monster, or to internal career sites.
The following tasks are not included in a standard Recruiting SOW:
Enable LinkedIn integration: This task involves enabling the LinkedIn integration, which allows candidates to use their LinkedIn profile to apply for jobs, and recruiters to source candidates from LinkedIn. The LinkedIn integration requires additional configuration and licensing, and is considered as an optional or custom task.
Configure 20 Category or Content pages: This task involves configuring the Category or Content pages, which are the pages that display the information or content related to the career site, such as the company culture, benefits, or events. The Category or Content pages can be created and managed using Career Site Builder, which provides various components and widgets to enhance the pages. However, the standard Recruiting SOW only includes the configuration of up to 10 Category or Content pages, not 20.
Reference:
Recruiting Implementation Handbook: This document provides an overview of the Recruiting implementation process, including the project phases, tasks, deliverables, and best practices. It also provides the sample SOWs for standard and custom Recruiting projects.


NEW QUESTION # 59
Which of the following encrypts personal data used in the recruiting process?

  • A. Identity Authentication Service (IAS)
  • B. Secure Socket Layer (SSL)
  • C. Data Privacy Consent Statement (DPCS)
  • D. Data Retention Time Management (DRTM)

Answer: B

Explanation:
Secure Socket Layer (SSL) is a protocol that encrypts personal data used in the recruiting process. SSL ensures that the data transmitted between the candidate's browser and the career site is secure and protected from unauthorized access or tampering1. SSL also helps to improve the candidate's trust and confidence in the career site and the recruiting process2.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson: Configuring SSL, Slide 4 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 2: Site Setup, Lesson: Configuring SSL, Slide 5 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Site Setup <= 10%


NEW QUESTION # 60
What tasks related to job distribution are you responsible for?Note: There are 3 correct answers to this question.

  • A. Work with job boards to arrange special pricing for your customer.
  • B. Conduct the job delivery intake meeting.
  • C. Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
  • D. Create the customer's standard XML feeds.
  • E. Deliver jobs directly to compliance job boards.

Answer: B,C,D

Explanation:
Conduct the job delivery intake meeting. This is the first step in the job delivery process, where you gather the customer's requirements and expectations for job distribution, such as the target job boards, the budget, the frequency, and the tracking methods1.
Create the customer's standard XML feeds. This is the second step in the job delivery process, where you configure the XML feeds that will deliver the jobs from the customer's SAP SuccessFactors Recruiting system to the selected job boards2. You can use the Job Delivery Toolkit to create and test the XML feeds3.
Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor. This is the final step in the job delivery process, where you teach the customers how to manage their preferred sources, such as job boards, social media, and employee referrals, in the Career Site Builder Site Source Editor4. This allows the customers to control which sources are displayed on their career site and how they are tracked.
Reference:
1: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Process Overview
2: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: XML Feeds
3: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Toolkit
4: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Site Source Editor
[5]: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Preferred Sources


NEW QUESTION # 61
Career Site Design and Accessibility
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.

  • A. Ask people in your IT department to test the site.
  • B. Use an online accessibility checker, such as WAVE, to test the site.
  • C. Carefully review the site's code to look for issues with tagging and other elements.
  • D. Ask people with disabilities to test the site.
  • E. Review the site using assistive technology such as a screen reader like JAWS or NVDA.

Answer: B,D,E

Explanation:
Option A is correct because asking people with disabilities to test the site is a leading practice to ensure that the website is accessible. People with disabilities can provide valuable feedback and insights on how the site works for them, what barriers or challenges they face, and what improvements can be made to enhance their user experience1.
Option B is incorrect because asking people in your IT department to test the site is not a sufficient practice to ensure that the website is accessible. People in your IT department may not have the expertise or the perspective of people with disabilities, and they may not be able to identify or address all the accessibility issues that may arise on the site1.
Option C is correct because using an online accessibility checker, such as WAVE, to test the site is a leading practice to ensure that the website is accessible. An online accessibility checker is a tool that can automatically scan and evaluate the site for common accessibility errors, such as missing alt text, low contrast, broken links, and invalid code. It can also provide suggestions and recommendations on how to fix the errors and improve the site's accessibility2.
Option D is correct because reviewing the site using assistive technology such as a screen reader like JAWS or NVDA is a leading practice to ensure that the website is accessible. A screen reader is a software that converts text and images on the screen into speech or braille output for people who are blind or have low vision. Reviewing the site using a screen reader can help you understand how the site is perceived and navigated by people who rely on this technology, and what issues or difficulties they may encounter on the site.
Option E is incorrect because carefully reviewing the site's code to look for issues with tagging and other elements is not a reliable practice to ensure that the website is accessible. While reviewing the site's code can help you check for some technical aspects of accessibility, such as semantic markup, headings, labels, and roles, it cannot guarantee that the site is accessible for all users and devices. Accessibility is not only about code, but also about design, content, functionality, and usability1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Web Accessibility Evaluation Tools List | W3C
4: WAVE Web Accessibility Evaluation Tool
[5]: Screen Readers | WebAIM


NEW QUESTION # 62
What are some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB)?Note: There are 2 correct answers to this question.

  • A. Create a new header and footer for each translated page.
  • B. Duplicate the page from the base locale and enter the translations on the duplicated pages.
  • C. Export the default language to an XML file, enter the translations, and import.
  • D. Enter the translations into the Translations menu in CSB.

Answer: C,D

Explanation:
According to the SAP Help Portal1, some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB) are:
Enter the translations into the Translations menu in CSB. This is the recommended method for entering translations for labels, buttons, messages, and other text elements that are used throughout the CSB site. You can access the Translations menu from the Tools tab in CSB, and select the language and the category of the text element you want to translate. You can also search for a specific text element by its name or value. You can enter the translations manually or import them from an XML file1.
Export the default language to an XML file, enter the translations, and import. This is an alternative method for entering translations for text elements, especially if you have a large number of translations to enter. You can export the default language (usually English) to an XML file from the Translations menu in CSB, and then use a text editor or a spreadsheet program to enter the translations for each text element. You can then import the XML file back to CSB, and the translations will be applied to the corresponding text elements1.
Duplicate the page from the base locale and enter the translations on the duplicated pages is not a leading practice to enter language translations for customer-specific content into CSB. This is because duplicating pages creates unnecessary maintenance and complexity, as you have to update each page separately whenever you make a change. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same page for different languages. You can access the Locale feature from the Pages tab in CSB, and select the base page and the language you want to create a new version for. You can then enter the translations for the page content, such as titles, headings, paragraphs, etc. You can also use the Translations menu to translate the text elements that are used on the page2.
Create a new header and footer for each translated page is not a leading practice to enter language translations for customer-specific content into CSB. This is because creating new headers and footers for each language adds unnecessary duplication and inconsistency, as you have to manage multiple versions of the same components. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same header and footer for different languages. You can access the Locale feature from the Components tab in CSB, and select the base header or footer and the language you want to create a new version for. You can then enter the translations for the header or footer content, such as logos, links, menus, etc. You can also use the Translations menu to translate the text elements that are used in the header or footer2. Reference: Career Site Builder Translations, Career Site Builder Locales


NEW QUESTION # 63
How is defaulted/system text, such as text on the search bar, translated or changed on a Career Site Builder site?

Note: There are 3 correct answers to this question.

  • A. System text translations are made from Career Site Builder > Global Settings.
  • B. System text translations are only possible for the site's default language.
  • C. System text translations can be changed from Career Site Builder > Tools > Translations.
  • D. System text translations are exported from the Stage site and imported to Production separately from other site imports and exports.
  • E. System text is translated when the locale is enabled.

Answer: A,C,E

Explanation:
System text is the text that is displayed by default on the Career Site Builder site, such as the text on the search bar, the buttons, the labels, and the messages. You can translate or change the system text on a Career Site Builder site by using the following methods:
System text translations can be changed from Career Site Builder > Tools > Translations. This allows you to edit the system text for each language that is enabled on your site. You can also import or export the system text translations as CSV files1.
System text translations are made from Career Site Builder > Global Settings. This allows you to change the system text for the default language of your site. You can also override the system text for specific pages or components2.
System text is translated when the locale is enabled. This means that when you enable a new locale for your site, the system text will automatically be translated to the corresponding language, if available. You can also customize the system text translations for each locale3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 4 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 5 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Configure Locales <= 10%


NEW QUESTION # 64
What configurations are available so that your customer's Career Site Builder administrators are notified when their SSL certificate needs to be renewed?
Note: There are 3 correct answers to this question

  • A. From CSB > Settings > Data Privacy & Security Settings, enable the Content Security Policy.
  • B. From CSB > Users > Roles, provide permission for SSL Certificates.
  • C. From CSB > Users > Roles, provide permission for the Site Configuration menu.
  • D. From CSB > Users > Admin Users, select Enable SSL Notification.
  • E. From CSB > Users > Roles, provide permission for IDP Configuration:

Answer: B,C,D

Explanation:
To enable the SSL notification feature for Career Site Builder administrators, you need to do the following configurations:
From CSB > Users > Roles, provide permission for SSL Certificates. This allows the administrators to view and manage the SSL certificates for their sites.
From CSB > Users > Roles, provide permission for the Site Configuration menu. This allows the administrators to access the site settings, such as domain, language, and analytics.
From CSB > Users > Admin Users, select Enable SSL Notification. This allows the administrators to receive email notifications when their SSL certificates are about to expire or have expired. The other options are not related to the SSL notification feature. The IDP Configuration permission is for configuring the identity provider settings for single sign-on. The Content Security Policy setting is for defining the sources of content that are allowed to load on the site. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson: SSL Certificates, Slide 4-5.


NEW QUESTION # 65
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.

  • A. The steps to implement Advanced Analytics must be completed over two or more days.
  • B. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
  • C. Advanced Analytics can be implemented when the applicant status set is created.
  • D. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
  • E. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.

Answer: B,D,E

Explanation:
Some leading practices regarding the timing of the Advanced Analytics implementation are:
Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live. This means that you do not lose any historical data if you delay the Advanced Analytics configuration1.
Implement Advanced Analytics immediately following the Career Site Builder site go-live. This helps you to monitor the performance and effectiveness of your career site and optimize it based on the insights from the reports2.
The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun. This is because the Advanced Analytics reports are based on the applicant status set, which is already defined in the Recruiting Management module. You do not need to create any custom fields or mappings for the Advanced Analytics reports3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 6 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Implement Advanced Analytics <= 10%


NEW QUESTION # 66
Site Setup
You have set up Real Time Job Sync. The sync is working, but NOT all of the jobs posted externally are displaying in the Career Site Builder site. What could be the cause of this failure? Note: There are 2 correct answers to this question.

  • A. The recruiter did NOT include the job with Sync Recruiting Jobs.
  • B. The recruiter does NOT have permissions for Career Site Builder.
  • C. The recruiter did NOT include a country.
  • D. The recruiter did NOT include a job description.

Answer: A,C

Explanation:
Option A is correct because the recruiter must include the job with Sync Recruiting Jobs to enable Real Time Job Sync for that job. Sync Recruiting Jobs is a field in the job requisition that indicates whether the job should be synced to the Career Site Builder site or not. If the recruiter does not check this field, the job will not be synced and will not display on the site1.
Option B is incorrect because the recruiter does not need to have permissions for Career Site Builder to sync the jobs to the site. Career Site Builder is a tool for administrators to design and configure the career site, not for recruiters to post jobs. The recruiter only needs to have permissions for Recruiting Management to create and manage job requisitions2.
Option C is correct because the recruiter must include a country for the job to be synced to the Career Site Builder site. The country is a mandatory field in the job requisition that determines the locale and language of the job posting. If the recruiter does not enter a country, the job will not be synced and will not display on the site1.
Option D is incorrect because the recruiter does not need to include a job description for the job to be synced to the Career Site Builder site. The job description is an optional field in the job requisition that provides more details about the job role and responsibilities. If the recruiter does not enter a job description, the job will still be synced and displayed on the site, but it will have less information for the candidates1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Configuring Real Time Job Sync | SAP Help Portal
4: SAP SuccessFactors Recruiting | SAP Help Portal


NEW QUESTION # 67
Other Career Site Setup
When Mobile Apply is enabled for Career Site Builder, which elements are consolidated onto a single page for candidates to complete?Note: There are 2 correct answers to this question.

  • A. Application template
  • B. Offer approval template
  • C. Candidate profile template
  • D. People profile templates

Answer: A,C

Explanation:
Option C is correct because when Mobile Apply is enabled for Career Site Builder, the application template is consolidated onto a single page for candidates to complete. The application template contains the fields and questions that the candidates need to fill out when applying for a job. The Mobile Apply feature simplifies the application process by reducing the number of pages and clicks that the candidates have to go through on their mobile devices1.
Option D is correct because when Mobile Apply is enabled for Career Site Builder, the candidate profile template is consolidated onto a single page for candidates to complete. The candidate profile template contains the fields and questions that the candidates need to fill out when creating or updating their profile on the career site. The Mobile Apply feature also simplifies the profile creation and update process by reducing the number of pages and clicks that the candidates have to go through on their mobile devices1.
Option A is incorrect because when Mobile Apply is enabled for Career Site Builder, the people profile templates are not consolidated onto a single page for candidates to complete. The people profile templates are used to define the fields and sections that appear on the people profile page in the SAP SuccessFactors platform. The people profile page is not part of the career site or the Mobile Apply feature2.
Option B is incorrect because when Mobile Apply is enabled for Career Site Builder, the offer approval template is not consolidated onto a single page for candidates to complete. The offer approval template is used to define the fields and sections that appear on the offer approval page in the SAP SuccessFactors platform. The offer approval page is not part of the career site or the Mobile Apply feature3.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
4: People Profile | SAP Help Portal
5: Offer Approval | SAP Help Portal


NEW QUESTION # 68
Fields defined on the job requisition and mapped to Career Site Builder can be used for which purposes?Note: There are 3 correct answers to this question.

  • A. Add to data capture forms
  • B. Display in the site header or footer
  • C. Use to create category page rules
  • D. Display on search results
  • E. Display on the job layout

Answer: A,D,E


NEW QUESTION # 69
Which of the following are leading practices for using images on a Career Site Builder site?Note: There are 3 correct answers to this question.

  • A. All images on a Career Site Builder site should be oriented as portrait, NOT landscape.
  • B. Select images that have a strong focal point.
  • C. Unique alt text should be populated for all images in all languages.
  • D. Alt Text is NOT required for logos on the site.
  • E. Do NOT use embedded text on images.

Answer: B,C,E

Explanation:
Select images that have a strong focal point. This helps to capture the attention of the visitors and convey the message of the site. Images with a strong focal point also look better on different devices and screen sizes1.
Do NOT use embedded text on images. Embedded text is the text that is part of the image file, not the HTML code. Embedded text is not accessible to screen readers, search engines, or translation tools. It also reduces the quality and clarity of the image, especially on high-resolution screens2.
Unique alt text should be populated for all images in all languages. Alt text is the text that describes the content and function of an image, and it is displayed when the image cannot be loaded or is accessed by screen readers. Alt text helps to improve the accessibility, SEO, and user experience of the site. It should be unique for each image and language, and it should be concise and relevant3.
Reference:
1: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices
2: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices
3: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices


NEW QUESTION # 70
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.

  • A. Links to top job searches
  • B. Links to Content pages
  • C. Links to social networks
  • D. Links to Category pages

Answer: B,D

Explanation:
The header navigation menu is a component that allows candidates to navigate through different pages on your career site. It is recommended to include links to Category pages and Content pages in the header navigation menu, as these pages provide relevant information and opportunities for the candidates. Category pages are pages that display job requisitions based on predefined criteria, such as location, function, or industry. Content pages are pages that display custom content, such as company culture, benefits, testimonials, or events. By including links to these pages, you can showcase your employer brand, attract candidates to your job openings, and enhance the candidate experience.
Links to social networks and top job searches are not recommended to be included in the header navigation menu, as they are not essential for the candidate journey. Links to social networks can be added to the footer or the sidebar of your career site, as they are secondary sources of information and engagement. Links to top job searches can be added to the homepage or the search results page of your career site, as they are dynamic and contextual. Adding too many links to the header navigation menu can clutter the user interface and distract the candidates from the main content and actions. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration


NEW QUESTION # 71
Why is it important to set up CSB Role Based Permission from CSB > Users > Roles?Note: There are 2 correct answers to this question.

  • A. Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer's permission requirements.
  • B. Until CSB Role Based Permission is enabled, NO users can access CSB.
  • C. Site setup settings are located within CSB and should only be accessed by trained administrators.
  • D. Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool.

Answer: C,D

Explanation:
It is important to set up CSB Role Based Permission from CSB > Users > Roles because:
Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool. This means that any user who can log in to CSB can perform any action, such as creating, editing, deleting, publishing, or syncing pages, components, settings, or translations. This could pose a risk of unauthorized or accidental changes, errors, or conflicts in the site configuration and content. Therefore, it is recommended to enable CSB Role Based Permission and assign different roles to different users based on their responsibilities and tasks.
Site setup settings are located within CSB and should only be accessed by trained administrators. These settings include the site name, site ID, site URL, site language, site theme, site layout, site logo, site favicon, site integrations, site analytics, and site SEO. These settings are critical for the functionality, performance, and appearance of the site, and should not be modified by untrained or inexperienced users. Therefore, it is recommended to set up CSB Role Based Permission and restrict the access to these settings to only the administrators who are responsible for the site setup and maintenance.
The other two options are incorrect because:
Until CSB Role Based Permission is enabled, NO users can access CSB. This is not true, as users can still access CSB if they have the permission to access the Career Site Builder tool in the Provisioning system. However, they will have all permissions in the tool, which is not desirable for the reasons explained above.
Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer's permission requirements. This is not true, as users can have multiple CSB roles assigned to them, as long as the roles do not conflict with each other. For example, a user can have both the Content Editor and the Translator role, which allows them to edit and translate the site content. However, a user cannot have both the Administrator and the Content Editor role, as the Administrator role already includes the Content Editor role.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
[THR84 - SAP SuccessFactors Recruiting: Candidate Experience Academy]
[THR84 - Unit 1: Candidate Experience Overview and Project Kickoff]
[THR84 - Unit 2: Site Setup]


NEW QUESTION # 72
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.

  • A. Automated OData feeds
  • B. Job scrapes
  • C. Automated XML feeds
  • D. Recruiting Posting

Answer: C,D

Explanation:
Some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers are:
Automated XML feeds: This is a method of sending job data from SAP SuccessFactors Recruiting to external job boards or aggregators in a standardized format. XML feeds can be configured to run on a scheduled basis, and can include filters and parameters to control the data that is sent. XML feeds can improve the accuracy, timeliness, and reach of your job postings, and can also enable tracking and reporting of the source of candidates.
Recruiting Posting: This is a feature of SAP SuccessFactors Recruiting that allows you to post jobs to multiple job boards or aggregators with a single click. Recruiting Posting can be accessed from the Job Requisition page, where you can select the channels, countries, and languages for your job postings. Recruiting Posting can save you time and money, and can also provide analytics and insights on the performance of your job postings.
Automated OData feeds and job scrapes are not leading practices to distribute jobs for SAP SuccessFactors Recruiting customers. OData feeds are used to extract data from SAP SuccessFactors Recruiting for reporting or integration purposes, but they are not designed to send job data to external sites. Job scrapes are methods of extracting job data from your career site by external job boards or aggregators, but they are not reliable, secure, or consistent, and they may not capture all the relevant data or reflect the latest changes. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration HR840 - SAP SuccessFactors Recruiting: Recruiter Experience Administration


NEW QUESTION # 73
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.

  • A. Use high contrast text, for example, black text on a white background.
  • B. Break up lengthy content and separate with headings.
  • C. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
  • D. Use half the word count or less than conventional writing.
  • E. Avoid using bulleted or numbered lists.

Answer: A,B,D

Explanation:
Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:
Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. Reference:


NEW QUESTION # 74
Which of the following are acceptable configurations that could be added as JavaScript with Career Site Builder?Note: There are 3 correct answers to this question.

  • A. Custom third-party chatbots
  • B. Custom third-party cascading style sheets (CSS)
  • C. Custom third-party libraries
  • D. Custom third-party analytics for tracking purposes
  • E. Custom third-party survey tools

Answer: A,D,E

Explanation:
Career Site Builder allows you to add custom JavaScript code to your career site for various purposes, such as enhancing the functionality, appearance, or interactivity of your site. However, not all types of JavaScript code are supported or recommended by SAP SuccessFactors. According to the Career Site Builder Implementation Guide, the following types of JavaScript code are acceptable:
Custom third-party survey tools: You can use JavaScript code to embed survey tools from third-party providers, such as SurveyMonkey or Qualtrics, to collect feedback from your site visitors or candidates.
Custom third-party analytics for tracking purposes: You can use JavaScript code to integrate analytics tools from third-party providers, such as Google Analytics or Adobe Analytics, to track and measure the performance of your site, such as traffic, conversions, or bounce rate.
Custom third-party chatbots: You can use JavaScript code to add chatbots from third-party providers, such as Drift or Intercom, to provide live chat support or guidance to your site visitors or candidates.
The following types of JavaScript code are not acceptable:
Custom third-party cascading style sheets (CSS): You cannot use JavaScript code to inject CSS styles from third-party sources, as this may cause conflicts or inconsistencies with the existing styles of your site. You should use the Global Styles feature of Career Site Builder to customize the appearance of your site elements, such as fonts, colors, or layouts.
Custom third-party libraries: You cannot use JavaScript code to load external libraries from third-party sources, such as jQuery or Bootstrap, as this may cause compatibility issues or performance degradation of your site. You should use the built-in components and features of Career Site Builder to create and manage your site content, such as pages, headers, footers, or widgets.
Reference:
Career Site Builder Implementation Guide: This document provides detailed information on how to configure and use Career Site Builder to create and maintain your career site, including how to add custom JavaScript code to your site.


NEW QUESTION # 75
......

Actual Questions Answers Pass With Real C_THR84_2405 Exam Dumps: https://realdumps.prep4sures.top/C_THR84_2405-real-sheets.html

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